EMPLOYEE RETENTION: WHAT’S MAKING WORKERS QUIT [NEW REPORT]

Laura is an entrepreneur and reporter. She loves helping companies spot new tips, tricks, and trends to improve their organizational culture. In her free time, you can catch relaxing with her two bulldogs.

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What leads employees to walk out the door for good? Wouldn’t you want to know what you could do to keep your best and brightest from taking jobs from your competitors? Well, it’s your lucky day because here at TINYpulse we just released our Employee Retention Report. We surveyed 400 full-time employees across the U.S. to uncover what keeps employees satisfied and in their seats, and what makes them look for greener pastures.

Here’s just a small teaser for all the great findings we uncovered.

1. Supervisors Can Make or Break Employee Retention

We looked at how several factors impact retention, from overall manager satisfaction to respect from managers to managers’ willingness to give employees freedom to do their jobs and offer transparency.

Just look at the link we found between freedom and retention. Employees that have lots of freedom to make decisions on how to do their jobs are pretty satisfied and far less likely to think about finding a new employer. But those unfortunate souls whose hands are regularly tied are 28% more likely to think about greener pastures elsewhere (rs = -.33, p < .001, n = 400).

2. Colleagues Have a Lot of Power

Great peers can make or break an employee’s work experience … and can be the difference between staying on board and looking for a new job. We found that peer respect and recognition play significant retention roles. For instance, when we asked employees about the amount of appreciation and recognition that they get from their peers, those citing low levels of recognition were 11% less likely to plan on staying put (r = .24 , p < .001, n = 400). Amazing, right?

3. Culture Matters a Lot

We were floored by how much factors like workplace culture and how employees fit in at work impact someone’s likelihood to stay with their organization. Just look at the relationship between work culture and frequency of thinking about a new job. Employees who give their work culture low marks are nearly 15% more likely to think about a new job than their counterparts (rs = -.31, p < .001, n = 400).

4. Don’t Forget Rest and Relaxation

All work and no play makes for dull boys and girls … or in the case of workplaces, it makes for employees that are ready to quit! Employees that are tired and burnt out are 31% more likely to think about looking for a new job than their colleagues who feel comfortable with their workload (rs = .35, p < .001, n = 400).

5. Your Team Wants to Grow … or They’ll Leave

Professional growth opportunities aren’t just a nice-to-have. They are a need-to-have. Employees that reported having access to either internal or external professional development were more than 10% more likely to stay with their current employer (F(1, 398) = 26.80, p < .001, partial η2 = .06). And lacking cross-training results in employees being 10% less likely to stay (F(1, 398) = 15.80, p < .001, partial η2 = .04).

Laura is an entrepreneur and reporter. She loves helping companies spot new tips, tricks, and trends to improve their organizational culture. In her free time, you can catch relaxing with her two bulldogs.